In Bangladesh perspective to motivate the managers we can use the techniques stated and explained by the social researchers. Motivating staff by training, self motivation, recognition, awards, incentives, incentive programs, employee satisfaction, employee reward programs, team building, employee recognition programs which will ultimately increase employee productivity. Special motivational techniques identified after looking at all the theories of motivation. These theories are applicable in the business environment of Bangladesh. This are-
Money: Economists and most managers have tended to place money high on the scale of motivators, while behavioral scientists tend to place it low. If money is to be the kind of motivator, managers must remember several things.
First: Money is likely to be more important to people who are raising a family. It is an urgent means of achieving a minimum standard of living, although this minimum has a way of getting higher.
Second: It is probably quite true that in most kind of business and other enterprises, money is used as a motivator.
Third: Money as a motivator tends to be dulled somewhat by the practice of making sure that salaries of various managers in a company are reasonably similar.
Fourth: If money is to be an effective motivator, people in various positions, even though at a similar level, must be given salaries and bonuses that reflect their individual performance.
It is almost certainly true that money can motivate only when the perspective payment is large relative to a person's income. The trouble with many wage and salary increases and even bonus payments, is that they are not large enough to motivate the receiver.
Positive reinforcement:
Positive reinforcement approach has been suggested by skimmer. This motivator helps the managers and supervisor to think positive about the goal or objective. It strengthens employee confidence to perform their activities. Positive reinforcement includes-
a)Properly designed work environment.
b)Praising performance.
c)Removal of obstruction to performance.
d)Control planning and organizing.
e)Good communication.
Motivation approves the participation and encourages participation of the employee in planning an objective and this participation helps top management in designing work environment. Management should praise the performance of employee and always keep good communication with the top, middle and lower level managers. This will create positive reinforcement.
Participation:
One technique that has been given strong support as the result of motivation theory and research is the increased awareness and use of participation. There can be no doubt that only rarely are people not motivated by being consulted on action affecting them by being ''in on the act''. There is also doubt that most people in the center of an operation have knowledge both of problems and of solutions to them. Participation is also a means of recognition. It appeals to the need for affiliation and acceptance. Above all it gives people a sense of accomplishment. But encouraging participation does not mean that managers weaken their positions. Although they encourage participation of subordinates on matters where latter can help, and although they listen carefully, on matters requiring their decision they must decide themselves. The best subordinates would not have it any other way and few subordinates can ever have respect for a wishy-washy superior.
Job enrichment:
Job can be enriched by making it challenging and meaningful. This applies to the jobs of managers as well as to the non-managers. Job enrichment is related to Herzberg's theory of motivation, where factors such as challenge, achievement recognition, and responsibility are seen as the real motivators.
In job enrichment, the attempt is to build into jobs a higher sense of challenge and achievements. A job may be enriched by variety. But it also may be enrich by-
a)Giving workers more freedom.
b)Encouraging participation and interaction.
c)Feeling of personal responsibility.
d)Giving feedback.
e)Involving workers in change management.
This company also provide and incentive amount of taka 10,000 per person as a reward for achieving target fixed by the company.
Impact:
Sales managers of Horlics express his opinion, ‘‘All the staffs along with the managers related to sales campaign are fully satisfied with their work and with the top management’’. ‘‘The motivational technique of giving incentives and opportunity for recreation in a changed environment encouraged a lot to take more challenges’’ he added. ‘‘ Though this is not mandatory to give both the opportunity at a time to the employee from the management but the management took an advance step by planning more expended target in the next’’.
Here motivating factors are using to take the complete output in the future and employees are self-motivated for the organizations goal.
Summary:
After analyzing all the theories and a case study of motivation we can say that as motivation is related with human needs, human can be motivated easily if we fulfill all the needs described by Maslow. Every employee has a deep urges to achieve both the upper and lower level needs, though maximum workers needs limits to lower level. Though it is difficult for Bangladesh perspective to ensure the higher level needs as a motivator but we can expect for those needs. If any employee expects to ensure the needs of both lower and upper level they must have to take any assignment as a challenge given by the organization. Giving priority to complete it in time. Make themselves to acceptable to the management so that the management may keep faith over the employee and can adopt the special motivational techniques.
As Bangladesh is third world developing country and consisting of a huge unemployed man power, the motivational techniques may not be used by the management at all the times. Most of the times we observe that multinational companies are adopting these techniques taking the advance of motivation, where local companies are using this a little bit. But if most of the company and private organization want strong support from the workers I think all the organization local or multinational, must have to follow the motivational techniques regularly, because most of the workers in our country are not familiar with the needs and motivational techniques. If they are properly guided by the expert management they can be the asset of the respective organization. Before using the motivating factors among the employees we must have to ensure proper work environment along with the legal environment. So that the motivation can produce perfect output to a goal of the organization involving all the workers from top to bottom.
Conclusion:
Motivation is an important part in the entire progress of an effective management. Every workers of higher level or lower level of management has the ability to perform their duty neatly and effectively. But lack of proper motivation keep them away from showing their caliber. Proper motivation and utilization of the motivating factors can help an organization to achieve their set target or goal. The term motivation is internally linked with the human needs, which are explained by the social searchers, like physiological, security, social, esteem and self-actualization as well as with the special motivating factors like-money, positive reinforcement, participation and job enrichment. These motivational techniques are most affective, where motivation is more important in production.
"Out of the night that covers me,
Black as the pit from pole to pole,
I thank whatever gods may be,
For my unconquerable soul.
In the fell clutch of circumstance,
I have not winced nor cried aloud:
Under the bludgeonings of chance my head is bloody but unbowed . . . . .
It matters not how strait the gait, how charged with punishments the scroll,
I am the master of my fate: I am the captain of my soul."
(WE Henley, 1849-1903, from 'Invictus')